FULL
Ordinary Parental Leave policy
Last updated 5 May 2026
The assessment
New or existing service or policy?
Exisiting
Directorate/service area
Human Resources
Officer(s) responsible for:
- Service/policy/project: Emma Ruffinato, HR and Organisational Development Manager
- Completing equality impact assessment: Debbie Craven, HR Advisor
Date
5 May 2026
What is the purpose? What are the outcomes?
Full policy review to include ERA 2025 legislation updates from April 2026
Are there any statutory requirements? Who are the main customer groups / stakeholders?
Statutory requirements as per legislation, guidelines, JNC and NJC green book
Who is intended to benefit from this service/policy? How will they benefit?
Staff within the Council needing to take Ordinary Parental Leave. Continuous service requirement removed as per new legislation.
What information are you using? What does the evidence show you?
In reviewing the policy, checks against legislation and government guidelines, JNC and NJC green book
What impact does the service/policy/project have on the following equality strands?
Protected characteristics: definitions
Before the Equality Act 2010, there were 3 separate public sector equality duties covering race, disability, and gender. The Equality Act 2010 replaced these with a new single equality duty covering the following protected characteristics.
| Characteristic and definition | Impact and evidence |
|---|---|
|
1. Age |
Neutral: No specific measure or outcomes for this group |
|
2. Disability |
Neutral: No specific measure or outcomes for this group |
|
3. Gender Reassignment |
Neutral: No specific measure or outcomes for this group |
|
4. Marriage and Civil Partnership |
Neutral: No specific measure or outcomes for this group |
|
5. Pregnancy and Maternity |
Neutral: No specific measure or outcomes for this group |
|
6. Race |
Neutral: No specific measure or outcomes for this group |
|
7. Religion of belief |
Neutral: No specific measure or outcomes for this group |
|
8. Sex |
Neutral: No specific measure or outcomes for this group |
|
9. Sexual Orientation |
Neutral: No specific measure or outcomes for this group |
|
Other e.g. deprivation, health inequalities, urban/rural divide, community safety |
Neutral: No specific measure or outcomes for this group |
Review
Can any differential impact be justified? (for example, promoting equality of opportunity)
Not applicable
Does any adverse impact amount to unlawful discrimination?
Not applicable
What alternative actions could be taken to mitigate any adverse impact? (Add these to the action plan)
Not applicable
Consultation
Detail any specific consultation on this service/policy (if there is insufficient data, further consultation will need to be undertaken and included in the action plan)
Consulted with managers and CLT members.
Conclusion
Can the service/policy proceed?
Yes
How will the service/policy be monitored and reviewed? (please give a timescale)
To be reviewed in 3 years as per the policy review schedule or earlier if there is a change in legislation.
Is a full assessment required?
No
Signed: Debbie Craven, HR Advisor
Date: 5 May 2026